Corporate Social Responsibility
The strategy will ensure that we:
- Have a solid foundation within CSR and compliance
- Are recognized as a company that invests in human capital
- Are able to attract a diverse workforce
Allies in Responsibility is at the same time a means to support the collective discourse and become a trusted partner within the sustainable development agenda. Therefore, all 6 focus areas are carefully aligned with specific UN Sustainable Development Goals.
To learn more about the strategy, read our Booklet or click on the specific focus areas below.
Our 6 focus areas
We have a zero-tolerance policy regarding corruption and bribery and works actively with anti-corruption.
We strive towards an inclusive workplace, where we can attract new employees from the widest talent pool.
Employee Health and Mental Well-being
Our employees are the backbone of our organization, and it is our responsibility to take good care of them while they are in our employment.
As a responsible company with production facilities, it is our responsibility to ensure a strong safety culture as part of our DNA.
Human rights are at the very core of every responsible business. We aspire to be recognized as a company with a preeminent professional working environment where our employees feel safe and valued and where their human rights are respected.
Responsible Supply Chain Management
At Terma, it is important that we source responsibly and set CSR requirements towards our suppliers.
In our industry, we are a supplier to many major projects and work with a wide array of partners. It is essential that the relationships we build are based on trust and a mutual understanding of a responsible and ethical business. Being upright and trustworthy are assets in a business relationship.
Top level commitment is essential in ensuring dedication, focus, and compliance within anti-corruption. Our work within anti-corruption and related policies is authorized, endorsed, and supported by our Board of Directors and President & CEO.
As part of the strategy, we have planned activities and targets to strengthen our efforts within anti-corruption over the next 3 years. We will among others:
- Strengthen the Anti-Corruption Compliance Program
- Update due diligence procedures for our third parties
- Develop and launch e-learning for medium and high-risk job functions
- Conduct mandatory anti-corruption training workshops for high-risk employees in all our locations globally
- Strengthen monitoring and internal control function
- Strengthen trust in and awareness of Ethics Line and Tell us your concerns
- Develop annual wheel for the Anti-Corruption Compliance Program
As an international company serving diverse and unique customers worldwide, we rely upon a workforce that reflects this constantly changing global market. Internally, we want to foster a good working environment where each individual’s rights are respected, and everyone can thrive and feel motivated in their daily work life. We believe there is strength in diversity and equality. By combining different people, ways of thinking and cultures, this creates a dynamic and competitive company, where greater innovation and value can be achieved going forward.
As part of the strategy, we aim to be an attractive workplace with high performing diverse teams and the ability to attract new diverse talents. To reach this aim, we have planned activities and targets over the next 3 years. We will among others:
- Conduct recruitment training to ensure diversity
- Challenge managers during hires to push for more diversity
- Define local targets for diversity
- Conduct branding campaigns highlighting the need for and current diversity in Terma
- Undertake closer cooperation with initiatives supporting women in STEM (Science, Technology, Engineering and Mathematics) areas
- Encourage women in Terma to be ambassadors
- Review compensation and benefits procedure and update to appeal more broadly to a diverse talent pool (paternity leave, relocation, cultural training/integration etc.)
- Ensure broad appeal in language, pictures, and messages in Employer Branding
Within this focus area we aim to increase and strengthen our employees’ health and mental well-being and thereby increase motivation and performance. To reach our aim, we will focus on both empowering managers and employees, as it is essential to focus on both to truly make an impact.
The following activities will be conducted:
- Continue with present leadership training courses
- Develop additional leadership training courses covering all leadership levels
- Leadership training focused on creating well-being, including avoidance, assessing, and handling of stress
- Develop a toolbox for leaders with guidelines, advice, and best practice on how to create high performing stress-free teams
- Implement various health activities across our locations
- Annual awareness campaigns on among others: good tone at work, collaboration and respecting diversity of opinions, stress, etc.
- Develop material with good advice on how to prevent
We aim to provide our employees with a safe working environment, free from accidents and injuries. To ensure this, we will over the strategy period undertake the following activities:
- Establish a governance structure and dedicate resources
- Assess our various sites to determine their current safety level and what is required to reach the ambition set
- Implement safety initiatives in the various locations
- Continuously monitor and evaluate the safety culture and behavior, as well as performance
Our employees are vital and the foundation of our organization and therefore we will continuously work to prevent and mitigate adverse human rights impacts.
Operating in the Aerospace, Defense and Security sectors, we recognize that we may become part of impacts on human rights. In particular The Right to Life; through our products, services and the industry we belong to. For instance, our self-protection equipment will protect the lives of soldiers. However, we can never rule out that our products will be involved in situations that can result in adverse impacts.
We recognize that we are linked to such impacts through our business relationships. Therefore, we also require our business relationships to adhere to the UNGPs.
We will over the strategy period:
- Conduct human rights due diligence, including operational impact assessments.
- Update human rights policy in accordance with the requirements of the UNGPs.
- Train relevant departments within human rights.
- Assess whether our grievance mechanisms, such as Ethics Line and Tell us your concerns, are in alignment with the UNGPs
- Prepare communication material with results of the assessment and findings.
- Communicate assessment and findings internally and externally.
- Develop and organize human rights awareness sessions and campaigns, for instance in connection with UN’s official Human Rights Day on 10 December.
Companies’ supply chains are increasingly complex and are composed of a multitude of suppliers spread all over the world. This increasing complexity and globalization create increasing risks of negative impacts in companies’ supply chains. Our Business Relationship Code of Conduct is aligned with global standards such as the UN Guiding Principles on Business and Human Rights and the OECD Guidelines.
Within this focus area we aim to be in compliance with requirements and have robust processes in place to manage our supply chain responsibly. We want our suppliers not to employ behaviors that negatively impact anti-corruption, the environment, and human rights.
We will during the strategy period:
- Develop a Responsible Supply Chain Management Program including processes and due diligence mechanisms
- Roll-out the Responsible Supply Chain Management Program and supporting processes and initiate internal training and capacity building
- Complete our Conflict Mineral Reporting Template
- Conduct CSR supplier audits
Please contact us with any questions related to our CSR strategy and work
Satnam Kaur Nanda-Jørgensen
Director, Group CSR & Complianceresponsibility@terma.com